What? I m Fired! Jimmy Francis Director, Student Recreation Center California State University, Northridge

Transcription

1 What? I m Fired! Jimmy Francis Director, Student Recreation Center California State University, Northridge Sandra Salute Fitness and Wellness Manager California State University, Northridge

2 Learning Objectives Understand the difference between treating those you supervise equitably rather than equal Learn what progressive discipline is and what steps are involved in utilizing this approach to supervise staff Leave with examples of corrective action letters that can be used to document employee performance issues

3 Progressive Discipline? Developmental process of managing situationally where expectations are clear, laws are followed and employment is real situational leadership/supervision

4 What is considered? Severity of infraction Previous work performance Employee s response How the decision affects others

5 How is it accomplished? Discipline is handled in steps No predetermined penalties Information is gathered Critical thinking is required Difficult conversations occur Unpredictable responses can be expected

6 Intent = Impact

7 Types of Infractions Minor Serious Major

8 Minor Infractions Do not constitute a threat to the operation Do not pose a threat to safety & well-being of individual or fellow employees Do have a tendency to intensify into more serious problems if not corrected promptly Examples Tardiness Dress code violation Overstaying break/meal periods Absenteeism Minor performance challenges

9 Serious Infractions Constitute a threat to the operation Constitute a threat to safety & well-being of individual or fellow employees Examples Unexcused absence without notification Reporting to work under the influence Failing to meet important deadlines

10 Major Infractions Constitute a major threat to the operation Constitute a major threat to safety & well-being of individual or fellow employees Actions not tolerated Examples Violent behavior or threats of violence Drug & alcohol use on duty Carrying a weapon on premises Disregarding safety rules Theft Falsification of documents Insubordination Abandonment of job (no call, no show 3 consecutive days)

11 How do you know?

12 Experience

13 Setting a Solid Foundation for Success Our Job: Provide Meaningful Employment Opportunities Create & Communicate Reasonable Standards & Expectations Mission Statement Job Description Employee Handbook Supervisor Expectations Performance Tracking Performance Evaluations

14 Steps of Progressive Discipline 1. Performance Tracker 2. Counseling Session 3. Memorandum of Counseling 4. Reprimand 5. Reprimand and Final Warning 6. Recommendation for Dismissal

15 Skipping steps: When is it appropriate? How do you know?

16 Experience and Type of Infraction

17 Steps of Progressive Discipline 1. Performance Tracker 2. Counseling Session 3. Memorandum of Counseling 4. Reprimand 5. Reprimand and Final Warning 6. Recommendation for Dismissal Message = You re Ready

18 Performance Tracker Handout Page 1 Date 12/14/12 2/19/13 10/2/13 1/14/14 2/17/14 Initiative Amy Smith Activator, Command, Competition, Input, Relator Positive Performance Discipline Content Result Date Of Counseling Content of Counseling Session Arrived Late, read: I am running late to my shift right now but I already called in. I'm stuck in traffic but I will be there just so you know. It's a shift I'm covering from 4:50pm- 10:00pm and I should be there around 5:10pm Documented 12/14/2012 Documented BM asked for her assistance to rearrange the Spinning bikes and she informed him Documented & Discussed issue and how to that it was not included in her job duties. Counseling Session 2/22/2013 handle situation in future Feedback received from BM: Amy's performance during her shfit on Wedesday, October 2nd should be recognized. She was the only FA scheduled and took on an exceptional capacity to check in members at the TTZ desk for GX classes as well as help memebrs at the BGM Desk. She maintained a positive attitude and was well composed during the highly stressful circumstances. Amy voluteered to present for the SRC Conference Training During Amy's shift there was a complaint by a fitness member that the staff made a mistake of not checking her into a Turbo Kickboxing class due to lack of attention. Documented & Shared with Employee Documented Documented & Counseling Session 2/18/2014 Reviewed sign in procedures and explained importance of effectively executing this task.

19 Steps of Progressive Discipline 1. Performance Tracker 2. Counseling Session 3. Memorandum of Counseling 4. Reprimand 5. Reprimand and Final Warning 6. Recommendation for Dismissal Message = Something needs to change

20 Counseling Conversations Review concern Provide detailed & relevant feedback Opportunity for student to share Review expectations and improvement plan Exploration of What else is going on Documentation of conversation

21 Tips for Effective Counseling Conversations 1. Address immediately 2. Be mindful of time & place 3. Prepare in advance 4. Be clear about the goal 5. Be supportive 6. Be open & curious 7. Focus on problem vs. person 8. Expect emotions 9. Be aware of your assumptions 10. Be positive vs. negative 11. Follow up

22 Steps of Progressive Discipline 1. Performance Tracker 2. Counseling Session 3. Memorandum of Counseling 4. Reprimand 5. Reprimand and Final Warning 6. Recommendation for Dismissal Message = We ve got a problem

23 Memorandum of Counseling (MOC) Document that memorializes counseling conversation between supervisor & employee regarding conduct Not a Disciplinary Action Typically issued for minor infraction Serves to Reiterate seriousness of employee s unresolved conduct/performance concern Provide formal documentation Notify employee that disciplinary action may follow if corrective action is not taken

24 Handout Page 2

25 Employee showed up 51 minutes late on April 20, 2014 Did not follow absence request procedures Appeared hung over and not prepared for work Also late on January 20, 2014 Training Scenario

26 Inappropriate vs. Appropriate

27 Not Specific Opinion based

28 Give it a try! Use handout page 3

29 This is the situation Employee showed up 51 minutes late on April 20, 2014 Did not follow absence request procedures Appeared hung over and not prepared for work Also late on January 20, 2014

30 Specific Nonopinionated information Cite Employee Handbook, SOP Manual, Manager Expectations Include performance or behavior improvements

31 Steps of Progressive Discipline 1. Performance Tracker 2. Counseling Session 3. Memorandum of Counseling 4. Reprimand 5. Reprimand and Final Warning 6. Recommendation for Dismissal Message = We ve got a (bigger or reoccurring) problem

32 Reprimand Disciplinary Action Letter that details unacceptable conduct Includes consequences to be expected should the employee fail to improve or correct the issue Becomes part of employee s personnel file Typically issued following an MOC May be issued without a preceding MOC if concern is a serious infraction

33 Handout Page 4

34 Performance Deficiency vs. Misconduct Inability to perform the duties outlined in job description Example Performance challenges Poor customer service Cash handling errors Inability to act in accordance with employee handbook & supervisor expectations Examples Theft Falsification of documents Insubordination

35 Steps of Progressive Discipline 1. Performance Tracker 2. Counseling Session 3. Memorandum of Counseling 4. Reprimand 5. Reprimand and Final Warning 6. Recommendation for Dismissal Message = The end is near

36 Handout Page 6

37 Steps of Progressive Discipline 1. Performance Tracker 2. Counseling Session 3. Memorandum of Counseling 4. Reprimand 5. Reprimand and Final Warning 6. Recommendation for Dismissal Message = To be determined by the employee

38 Handout Page 7 Reference all prior disciplinary attempts

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56 Provide meaningful employment opportunities

57 Questions and Discussion

58 Thank You! Jimmy Sandra